Bananas about

individuality -

Sell yourself!

SALES TRAINING

We do not want to get pushed. But we like to spend money. We like to buy from people we like, whom we trust. Unfortunately, we often try to pack our salespeople into boxes and shape them to fit our processes and scripts - with little authenticity and individuality to meet consistent standards.

The most successful sales people know themselves inside out. They know their strengths, their weaknesses and their potential. Top sellers know what drives them. They know how to build profitable, stable customer relationships.The best know exactly what makes them stand out, what makes them special and when they are their most successful self.

Traditional sales training often focuses on hard selling techniques, such as sales manuscripts and how to most efficiently bombard customers with arguments to buy. These techniques can be efficient and are applied universally. Unfortunately, they often do not take into account the personality of the people who are supposed to implement them. A simple "change a few words to suit you" is not the best solution.

SalesTrainerIn Ltd. has therefore set itself the task to put the personality of your employees in the foreground.We help sales people understand what makes them different and what motivates them. So in the end, a tailor made USP (Unique Selling Proposition) comes out of it that makes sense and sells.

Sales can be stressful. Damned stressful through quick decisions, pressure and expectations.Therefore it's even more relevant that, as a salesperson and manager, you understand how you react in stressful situations. How overused strengths can under pressure be turned into weaknesses and thus harm us.

Self-awareness also helps us to understand what is important to us. How others perceive us and how we perceive others. Especially in sales it can be expensive if we condemn customers. SalesTrainerIn Ltd. helps you to make the unconscious conscious - for more success and accurate conclusions.

LEADERSHIP DEVELOPMENT

At the present time, information is free available and accessible at any given time. This changes the role of the manager. Employees no longer need their leaders as a source of information, but as a source of direction, inspiration and leadership.

Executives are now expected to develop and coach their employees. As a result, executives are increasingly becoming coaches for their employees. However, to be able to live the role of a coach and take your own leadership to the next level, it is important that you, as a leader, know yourself and know what drives them. This form of strategic self-knowledge also involves knowing how you perceive others and how others perceive you.

Do you know when you are your best self and how you can inspire your team members to achieve maximum performance and achieve their goals?

As a leader, you have a lot to do. One of your main responsibilities is your staff!

The really good managers manage to inspire others and lead their employees individually - according to the needs and the personality of each employee. We'll be happy to help you take your leadership skills to the next level by providing insights on performance capacities, potential hurdles and impulses. Strategic self-awareness can help you and your peers to develop from a good to a great leader.

Strategic self-awareness can also help bring together dream teams to improve performance, increase competitive advantage, and make your company a more popular and better place to work.

We do that? By looking at three levels of personality, how are you perceived by other people when you are in autopilot behaviour (HPI, Hogan Personality Inventory). How are you perceived by others when you are stressed or under pressure? And what happens then that in the worst case could cost you your reputation or career (HDS, Hogan Development Survey)? And finally, what are your strongest impulses and motivations (MVPI, Motives Values ​​Preference Inventory)?

In addition, Hogan Assessments can provide information about your own or the problem-solving behaviour of your employees. By using leading personality assessments, we can identify developmental areas, identify them, and address potential performance risks before they actually become a problem.

RECRUITMENT CONSULTING AND PERSONNEL SELECTION

How much money has your company burned through wrong hiring decisions? Burnt because people have been hired who do not share your values, people who do not fit in with your corporate culture and therefore leave the company?

The fact is, we can train people, develop them and teach them certain skills. However, we can only develop the people we hired before. This will make staff selection automatically one of the, if not the most important, strategic areas in your company!

Do your employees share the same values ​​as you? Do your employees fit in with your corporate culture? Do you know how much potential risk a new employee brings?

Would you like to predict the success of your recruitment decisions in the future?

Events such as the financial crisis have shown us very clearly that egotistical, risky behavior can have fewer individual far-reaching consequences for the entire company and even the entire economy. In particular, when we recruit for influential leadership positions or other key positions, it is all the more important to shed some light on the "dark side" of behavior rather than relying on our own feelings, otherwise we could bring huge risks into the company - with potentially devastating consequences.

But even with slightly less drastic personnel decisions, a misfit of employees and corporate culture, as well as job candidate mismatch can be costly in the long run. Consequences of such misfits could be, for example, increased turnover, low employee satisfaction and lower productivity.

When it comes to personality-based recruiting, we focus on the behaviour, values, motives and preferences of an applicant. If we manage to stop being guided by the looks of an applicant, such as dress code or impression management, we have the opportunity to access a much larger pool of talent . A large talent pool can lead to significantly different teams and companies - with individual, different skills and ideas. These differences in skills, personality and experiences can help your company become more innovative, productive and smarter.